ALC - CareerArc blog

In a competitive talent market, the company that gets the best candidate for the role wins. But before you can make an offer, you have to get candidates to look at your role and think of your company as a viable option for employment — and that starts with your employer brand. 

2022 may have been a crazy year for recruiting—the Great Resignation finally seeming to dwindle down, big tech initiating mass layoffs—but it was also a year in which many companies embraced new recruiting trends to stay competitive in an ever-dynamic recruiting space. And so, as the year comes to a close, we decided to ask leaders in the space what the top trends they saw defining the recruiting space in 2022 were.

Passive candidates are commonly considered the best candidates out there, and for good reason. They make higher quality employees, are more likely to stay with your company, and tend to do a better job at picking companies that align with their own values and interests, making them a good fit for your employer brand. Which begs the question: how do you actually go about recruiting passive candidates?

Employee engagement (or lack thereof) is vital to building a successful workforce. An engaged workforce is one that performs better, stays longer, and helps you both recruit new candidates and grow your employer brand, while lack of engagement causes issues like quiet quitting, actual quitting, and a damaged company reputation. So, to help you boost employee engagement, we asked 7 people leaders and CEOs for their best tips on how to boost employee engagement using social media.

They say numbers speak for themselves, and in the case of social recruiting and its efficacy—that’s true. But sometimes you want more than just the numbers. Sometimes you want an example—a real-life story of someone who got a job on social media.

Despite the name, social recruiting’s benefits aren’t limited just to retention. A strong social recruiting strategy can help with retaining employees as well. To help you retain employees more efficiently, we asked social media experts and HR professionals for their #1 way they’ve used social media to retain talent.

So you’ve done your research into social recruiting. You’ve weighed the options, calculated the costs and benefits, and are ready to invest. But now comes the tricky bit: you have to get leadership to buy into social recruiting. Which begs the question—how do you get buy-in on social recruiting?

Looking to boost employee advocacy in your company and not sure where to start? We asked 13 HR leaders and professionals to share their favorite tactics to encourage employee advocacy. From identifying people in the business who care to providing guidance for new staff members, here are the top tips they shared:

We’re always learning new stuff. New recruitment tactics. New talent acquisition strategies. New ways to stand out from the competition. And when we do, we can’t help but wonder: